DFID is an equal opportunities employer that values diversity. Valuing Diversity is about respecting and harnessing differences (visible and non-visible) and maximising the potential of everyone, so that all individuals can make their full contribution at work. This is the key to effective delivery of our business objectives and is also one of DFID's core values.
All diversity and equality policy is underpinned by the Equality Act 2010. This Act harmonises existing equality legislation, such as the Race Relations Act, Disability Discrimination Act and the Sex Discrimination Act, by bringing them together in one piece of simple legislation. The aim is to make equality law more consistent, clearer and easier to follow in order to make our society and workplace fairer.
The spirit of the Equality Act 2010 should be applied in full to staff appointed in-country (SAIC) unless it contradicts local law.
1. All staff and line-managers must ensure that discrimination, victimisation and bullying or harassment does not occur in the field of employment and in the delivery of our services. DFID operates a zero-tolerance policy on discrimination, bullying, harassment and victimisation
2. All staff must work to eliminate discrimination in DFID, promote equality of opportunity and create an inclusive working environment by fostering good relations.
3. Use the equality impact assessment toolkit when revising or developing new policies, processes or systems, when undertaking any form of restructuring or redundancy exercises and to measure the impact of our spending decisions.
4. Confirm in the Annual Statement of Assurance, that staff are aware of DFID's legal obligations under the Public Sector Equality Duty
5. Ensure Equality Impact Assessments have been carried out.
The risks for non-compliance with the Equality Act 2010 are vast, both to the organisation and the individual. These include the risk that DFID acts illegally and is incompatible with the Equality Act 2010 and 1998 Human Rights Act and therefore is open to legal challenge. Not only does the organisation face significant legal and tribunal costs, should it be prosecuted for discrimination, it also risks:
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